7 COMMANDMENTS FOR SUCCEEDING IN YOUR NEW JOB

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Congratulations for the “New Job”. Starting a new job is always exciting and sometime nerve wrecking. You don’t know anyone, and you want to prove how “incredible” you are. Here are a few rules that will help you make the right impression on your boss and integrate with your new team.

  1. THOU SHALL DELIVER ON YOUR COMMITMENTS

During the first few days in your new job, have meeting with your boss to understand your job role and his/ hers expectations from you. Once you are clear on your deliverables (WHAT you need to deliver), concentrate on the HOW.

Understand “HOW” the high – performers in your team – work, relate to each other and handle the boss. This will help you create a stencil for your own success at work.

 

  1. THOU SHALL NETWORK

Hired for a new job, start building your network from day 1. The people you must network with during the initial phase are 1> team members 2> colleagues from others team who impact input to / output from your work 3 > opinion makers with clout in your department / company 4 > high performers who have handled similar job.

A strong network will ensure that your work goes smoothly, there is a better reception for your suggestions / ideas and you understand office dynamics.

While you are networking , be sure to set your boundaries. Ensure that people know how  and when to approach you and for what. You should not regret later that people  consider you too easy going or take  you for granted  or think of you as unapproachable.

 

  1. THOU SHALL NOT COMPARE THINGS TO YOUR EARLIER JOB

The easiest and the worst mistake to make at a new job / new company is to compare it with your previous job, boss, colleagues or processes/ policies of your previous companies. I know that it feels good to suggest improvement in processes based on your previous experience, but unless specifically asked for – do not antagonize your current team by comparing things.

If you want to suggest changes, makes use of what if scenarios or why don’t we try approach. Also, try to identify opinion builders in your team and get their buy in on changes you want to suggest. This will ensure better receptivity for your idea.

 

  1. THOU SHALL FIND AN OFFICE PARTNER

Having a strong network is one thing, having an office partner is another.  An office partner is someone who will provide you with an ear, when you want to crib. Will cheer you on as you handle a difficult project & act as your sounding board.

To find an office partner be one, and ensure that whatever is shared with you is not used as gossip fodder with another.

 

  1. THOU SHALL OFFER TO HELP

The easiest way to create a strong network is by offering to help. Based on bandwidth available, take on projects no one else wants. Offer to help someone who seems to be struggling or someone who has been assigned a huge project – check with them what needs to be done and deliver.

 

  1. THOU SHALL FIND YOUR NICHE

Identify something related to your job that you love doing or are good at and develop the skills to become an expert. You could be the Digital Marketing expert or the manager who develops promotable talent.

Your specific expertise will help you stand-out within the company.

 

  1. THOU SHALL TAKE RESPONSIBILITY OF YOUR OWN DEVELOPMENT

Don’t expect your manager to develop you. Identify your own career path and attend trainings, take on relevant projects of if need be create your own project. Develop yourself so as to grow in your new role and for future.

 

Follow these commandments and be successful in your new job.

4 latest trends to use the Technology for Recruitment

Technology has been changing the world around us and HR is no exception to it. HR is just getting used to the move from using technology for managing back office job to using technology to give “on-demand” service to employees. Wearable embedded technology, rapid changes in social media; cloud computing , people analytics using big data are ready tochange the whole workplace.

This series of articles will focus on various aspects of HR and how technology is impacting it.

Recruitment

Trend 1: GOING MOBILE

HOW TO USE IT

Create a compelling mobile “careers” experience, and no having a mobile version of your career website is not the answer.  Have a career app which is small, interactive & easy to use. A candidate should be able to apply for a job with one click. Instead of filling a form or attaching resume, let them connect to the app using their LinkedIn profile. Add pre hiring checklists and assessments in the form of games and you’ve got them hooked to you.

Trend 2: SOCIAL RECRUITING

HOW TO USE IT

From the currently used ATS, social recruiting via Linkedin and other social networks has to be galvanized. Use data analytics and social sensing to better understand the relationship between skills, personality, and organizational culture, thus to find right candidates from available talent pool (including both active and passive candidates)

Social media can be used to give personalized experience to various candidates ( look at the examples of targeted advertisements on facebook / linkedin ) , and building personal rapport with talent pool.

Trend 3: ASSESSMENTS

HOW TO USE IT

Consider creating scoring systems based on a candidate’s social networks to find cultural fit (there are tools which can be used to analyse the social feeds of a person, likes & other data).  Build on it by using mobile based psychometric assessments.

Use various online gamification tools to identify a person’s interests, knowledge & match with job. Examples for sales: there are various scenario based tools which allows a candidate to choose the approach (will show you whether person opts for value selling or offers a cost based approach)

 Trend 4:  CANDIDATE RELATIONSHIP MANAGEMENT SYSTEM

HOW TO USE IT

While various tools exist in market, and you will have your own website and hopefully a recruitment app – ensure that they talk to each other. Seamlessly integrated system, which give real time information to your candidates are the need of the hour.

Integrate all the tools that allow you to source applicants, assessing the candidates, conduct video based interviews which can be recorded for future, completing selection process and starting pre-onboarding process. The system should also link with your workforce planning and talent mobility systems (we shall talk more about these in future)